Episode #73: Remedies for the Epidemic of Accountability Part Four: Confronting for Realignment

Every leader has had to confront an employees performance when a simple correction hasnt worked at some point in their career. It’s part of the job. But when leaders mistake confrontation and consequences with punishment, they make the idea of a candid conversation even more daunting. Add to that the lack of training leaders receive to conduct an issueresolution conversation about performance, and you get leaders going in the other direction – avoiding performance.  

Join us as we discuss how the lack of training leaders to confront performance leads to taking employee performance personally, using (un)intentional shaming or guilt-inducing, and impulsive and emotionally driven behavior that results in diminished accountability, employee morale, and engagement.  

And that’s not the best part. We tell you how to effectively address performance issues while engaging your employees. From much-needed preparation to crystal-clear communication, we emphasize the importance of aligning consequences with specific behaviors. The aim? To create mutual understanding and foster an environment where both leaders and employees can thrive. 

If you’ve ever felt that knot in your stomach when confronting performance or been unsure how to guide a team member back to their best self, this episode is tailor-made for you. Through personal anecdotes and lessons learned, we highlight the fine line between punitive actions and steering team members back on track. So, grab a notebook, take a deep breath, and join us—it’s time to transform apprehension into actionable insights for leadership success. 

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  

Register for our webinar “Why Leaders Avoid Fostering Accountability”: https://www.leadingwithauthority.com/accountability 


  • [01:39] Episode Introduction  
  • [03:15] What Consequences Are 
  • [08:31] How Not to Confront Performance 
  • [11:16] How to Confront Performance Effectively 
  • [29:37] Episode Gem 
  • [32:23] Episode Wrap Up 


    • One of the most critical requirements of leaders is knowing when they are taking their employees’ misaligned performance personally and how to depersonalize to remain objective. It’s essential to focus on the performance issue rather than making it about the employee as an individual, separating the performance issue from the individual employee’s character.  

    • As leaders, managing our emotions and frustrations during these discussions is paramount. It begins with self-awareness. Leaders must recognize their emotions and judgments regarding employees and acknowledge how these feelings impact the conversation. In the absence of emotional self-awareness, leaders are more likely to use employee guilt- or shame-inducing statements that lead to demotivation and disengagement of employees.  

    • Consequences act as a catalyst for change, ensuring that employees grasp the seriousness of performance issues. However, ensuring that consequences are fair, proportionate, and directly related to the performance problem is vital. Transparency is key when delivering consequences.  

    • Whether you’re a seasoned leader or a new manager, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what’s really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 



    "Deciding to compensate for poor performance instead of managing it is an act of self- disempowerment."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."

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